The Need for an Interdisciplinary Approach in Human Relations

This paper supports the need of an interdisciplinary approach when it comes to human relations. Our world is constantly changing and increasingly interconnected and interdependent. In order to advance in today’s environment every individual and organization must remain flexible in dealing with the rapidly evolving world. Individuals today face an unprecedented range of social, scientific, economic, cultural, environmental, political, and technological issues and constant changes. These changes can bring about organizational changes within our society, our companies, and can also bring about impacts to individual behaviors that cannot be seen in a single discipline. These changes are constant and evolving and require a more modern approach to understanding and keeping up with these changes. Communications networks exchange information around the globe, creating new forms of collaboration and transforming the nature of work. This means that each organization must be against attempts to create a single framework when considering human relations. Though each of the disciplines by themselves can provide distinct contributions and conceptions of problems, it cannot be enough. Two hundred years ago industrialism was seen as the best and only course of managing. The best man for the job gave way to scientific and behavioral management movements. In today’s military environment we can see a requirement for unified purpose and relative perspective as well as the adaptability to modern times. This requires a multidisciplinary approach containing complementary contributions. The most important challenges faced by interdisciplinary activities in the past two decades can be divided into "professional", "organizational," and "cultural" obstacles. On a professional level managers are more accessible today than ever before in our history. The impact of today’s communications is staggering. On any given day I am able to ‘chat’ with any one or several of my...

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Charles Handy (1976) and Roger Harrison (1972) with linking organizational structure to organizational culture. They described four types of culture in organization:
Power culture
Concentrates power among a small group or a central figure and its control is radiating from its center like a web. Power cultures need only a few rules and little bureaucracy but swift in decisions can ensue.
Role culture
These organizations form hierarchical bureaucracies, where power derives from the personal position and rarely from an expert power. Control is made by procedures which are highly valued, strict roles descriptions and authority definitions. These organizations have consistent systems and are very predictable. This culture is often represented by a "Roman Building" having pillars. These pillars represent the functional departments.
Task culture
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...her emotions.
-- He isn't afraid to say what he thinks; she's mouthy.
-- He's a man of action; she's impulsive.
-- He controls his emotions; she's cold.
-- He thinks before he acts; she can't make up her mind.
-- He thinks before he speaks; she second-guesses herself.
-- He tells it like it is; she's tactless.
The list might read like an e-mail forward that people laugh at, but considering the average American woman earns approximately 21 percent less than the average man, is there any truth to these perceptions?
"I can tell you that the exact same behavior is judged differently, depending on whether it's a male or a female doing the behavior. This is true at all levels in the organization," says Gallagher, author of "Everything I Need to Know I Learned From Other Women."
It's all about perceptions
Vicky Oliver, author of "Bad Bosses, Crazy Coworkers and Other Office Idiots," says she sees the differences in how people perceive professional men and women. Oliver says leaders of both genders can show aggression and still be accepted by their employees. The problem arises for midlevel professionals.
"Yelling, berating underlings, slamming doors, throwing chairs and loud, truculent phone conversations with vendors on speakerphone that everyone can hear can sometimes be career-stallers," Oliver explains.
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Elton Mayo was an influential person in the development of the HR approach. He used the Hawthorne Plant of the Western Electric Company (1924-32) as a basis to test his theories. These experiments were dubbed the Hawthorne Studies. It consisted of four main stages:-
 The illumination experiments
 The relay assembly experiments
 The interviewing programme
 The bank wiring observation room
The illumination experiments focused on the...

...HumanRelationsApproach to Technology
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Another side to this is that technology has done more and faster production than humans can. Technology has taken over many people’s job. What used to be an assembly line of people working to put metal together for chairs or anything else has become a one person job making sure that the robots had put the metal together like it was supposed to be. There is a plant in Hopkinsville, KY that mig welds and repairs parts and pieces of appliances. With this plant there are people only getting hired who has welding experience so that they can check what the machines do, when the machines mess up it is up to that person to fix it. The people working there are always getting laid off due to them over hiring at times. They don’t need as many people as they once did because they have technology and it has stepped up and...

...1. Studying how people get along with one another
A. won't help a worker become more productive. B. has little use outside the workplace. C. for most people is a difficult thing to do. D. can improve a person's personal life.
2. Among the qualities listed on the HumanRelations Scale, the most important one for building new relationships is
A. self-confidence. B. a sense of humor. C. self-honesty. D. consideration.
3. In general, becoming a good listener is difficult for most of us because
A. not-listening is a habit most of us develop during childhood. B. most of us are talkers, not listeners. C. most people have nothing interesting to say. D. listening to people requires us to pay attention.
4. According to your study unit, which one of the following improved humanrelations skills will allow you to more willingly take on challenging subjects?
A. Listening B. Self-confidence C. Flexibility D. Communication
5. A benefit of using good humanrelations is that you'll
A. try to outdo your friends. B. adjust to new situations better. C. quit your job and get a new one. D. forget old friends and find new ones.
6. What is the main reason that attitudes are more often revealed in spoken rather than written language?
A. We speak far more often than we write. B. In writing, we can more easily conceal our attitudes. C. In spoken language, we are often careless in our use of...

...HumanRelations can be defined as the term which “covers all types of interactions among people- their conflict, co-operate efforts and group relationship. It is the study of why our beliefs, attitudes and behavior sometimes cause relationship problem in our personal lives and work related situation”. (Communication for Management, class notes, 2012) Effective humanrelations have an influence on our work by creating a good atmosphere, the climate of cooperation and trust promotes productive workers. Moreover the main factors in effective humanrelations in organisations are communication, self-acceptance, self-disclosure, self-awareness, motivation, and trust. The importance of these will be discussed below.
Communication
John Diekmau said that “if we are going to do anything constructive and helping with one another it must be through our communication”. (Communication for Management, class notes, 2012)It is very true, communication really is important in all aspects of our life, whether in private, family life or in professional life.
Each person tries to communicate in a way that represents their own communication style. Knowing your own style you recognise yourself better and you become more aware of its use. Communication style can be defined as “the impression that others form about us are based on what they observe us saying and doing .They have no way of knowing our innermost...

...Judy Ann C. Rosario
BS Computer Engineering-1A
MAKA-DIYOS
HUMANRELATIONS
“Good behavior forms the basis for every relation”
It is the skill or ability to work effectively through and with other people. In all aspect of life, you will deal with other people. No matter what you do for a living or how well you do it, your relationship with others is the key to your success or failure (Lamberton &amp; Minor 2010)
Humanrelation includes understanding:
– People’s needs, weaknesses, talents and abilities.
– How people work together in groups, satisfying both individual needs and group objectives.
Among the most significant pointers on humanrelations which the HR students should bear in mind are the following:
1. Follow the Golden Rule at all times, and you will never go astray, humanrelations-wise.
2. Respect the human personality and accord every person a corresponding sense of importance.
3. Always remember that no one is perfect.
4. Bear in mind at all times that nothing is ever stagnant in this world. All things change.
5. Be careful in the use of words.
1. The Golden Rule
The professional who serves his fellowmen in the manner he would want to be served by them soon carves a niche in their hearts....

...HumanRelations Theory
Introduction
The HumanRelations Theory of organization came in to existence in 1930s as a reaction to the classical approach to organizational analysis. This is because the classical theorists neglected the human factor in the organization. The Classical theorists took a mechanical view of organization and underemphasized the sociopsychological aspects of individual’s behaviour in organization. It is this critical failure of the classical theory that gave birth to the humanrelationsapproach. Humanrelations theory is also known by various names like Humanistic Theory, Neoclassical Theory, etc. Elton Mayo, an American Sociologist is the founder of the HumanRelations Theory. The other writers who contributed to the growth of this theory are William Dickson, North Whitehead, W. Lloyd, and L. J. Henderson, among many others. The Hawthorne Experiment (1924-1932) conducted in the Western Electric Company at Hawthorne near Chicago by the Harvard Business School under the leadership of Elton Mayo formed the basis for the rise of the HumanRelations Theory of Organization.
Features
HumanRelations Theory has three elements or features. They are, the Individual, the Informal Organization, and Participative Management....